Training is a planned and continuous work for enterprises to improve employees' ability and organizational performance through various forms of education. In order to achieve good results, the selection of training methods is very important. The following are my innovative methods and skills in employee training. Welcome to read and browse.

0 1

Training plan should be systematic.

According to the present situation and development goals of the enterprise, the training and development plans of various departments and positions are systematically formulated. According to everyone's career design, we will make a personalized training plan for everyone, build a space for personalized development, provide sufficient training opportunities, and combine training with post qualifications. Formulate specific and diverse training topics and effective training plans, covering all departments and levels. According to different training objects, adopt appropriate topics, depth and training forms. One-size-fits-all training can't achieve the expected results. It is equally important to emphasize the training of senior managers. Training is usually aimed at promoting lower-level employees. If the senior manager is incompetent, the whole training budget will be wasted. Problems in enterprise management are often related to management. It is ineffective to train employees' skills unless management problems are solved. Therefore, systematic training should start with solving the root of the problem.

02

Training content should be forward-looking

Enterprise training is not only for current needs, but also for future long-term development. Whether the training content is appropriate or not is the key factor affecting the training effect, so it is necessary to do a good demand analysis before training. Personal analysis is to find out the gap between an employee's existing skill level and the required skill level. Training is to fill the gaps and give help in time. We should establish a continuous and regular training mechanism. This mechanism should cover all employees of the enterprise, and at the same time, we should choose appropriate training methods. For example, the internal tutorial system for on-the-job training, the internal training experts to strengthen training, and the utilization of external training resources: sending employees to external training or inviting external training experts to enterprises for training.

03

Curriculum design should be targeted

Want it? Targeted? , grasp the theme direction of training and the goal to be achieved, ok? Aimless? When all the projects are put together, within a certain period of time, the theme needs to be clear and the center needs to be prominent. In foreign companies, curriculum design should also pay attention to eastern and western cultures, because trainees with two cultural backgrounds have very different backgrounds and ways of accepting knowledge. For example, orientals like to ask questions collectively, while westerners like to learn independently and interactively with teachers. In the form of training, it should be flexible, vivid and lively, easily accepted by employees, and avoid formalism and going through the motions; It is necessary to closely link with practice, form a benign interaction between the two sides, and avoid one-way indoctrination. Most multinational companies have job descriptions, which list the knowledge, skills and attitudes required for the position. Therefore, training for organizational needs should be combined with job description.

04

Let employees realize the importance of training.

Employees often think that the significance of training lies in obtaining certificates, but ignore the essence of training. Once the required certificates are obtained, the enthusiasm of employees to further improve themselves and even apply the skills gained from training disappears. Don't let all students have certificates, if they do, they will lose their incentive function. Maintain a certain proportion of unqualified students in each training, so that students will work hard and participate seriously. Those who fail can attend the next training and get a certificate. The certificate doesn't have to come from an authoritative organization, but it can also come from inside the enterprise, but you should try your best to make this certificate authoritative and attractive. Although it is important to improve employees' hard skills, it is more important to improve their soft skills, such as discipline, professional ethics and dedication. Because it is not only the guarantee of hard skills training effect, but also can change the working attitude of employees. Therefore, showing employees the importance of training and courses and their help to their career development will improve the training effect.

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